What our Delegates Say:

“Enjoyed the day and your delivery style was spot on for this course. Nice to be in a group that wasn't filled with 'cynical coppers' and the diversity of the group really made the day not only interesting to me but beneficial in my own development.”Rae Jiggins - British Transport Police

Coaching and Mentoring Programme

We tailor all our courses to reflect the needs of the delegates on the day. The course content may include many of the exercises listed below, and any additional material that the trainers feel is relevant.

One size doesn't fit all

Increasingly people are being asked to use coaching skills when managing their workplace relationships. This isn't exclusive to people in management positions, but to just about anyone who works with others. It's not enough to tell people what you want them to do and expect they'll do it, you need to be able to understand what it takes to get the best out of each individual. One size doesn't fit all. This is true whether you are a manager or someone working alongside peers - you will probably have to use coaching skills as part of your everyday communication.

We aren't aiming to teach you how to become a fully accredited coach, we are aiming to provide you with some highly effective coaching skills you will be able to put into practise immediately.

Benefits of these new tools and techniques

These tools and techniques will be useful whether you are asking someone to take on a new task:

Following up when someone hasn't done what you've asked
Working with a colleague who may be at odds with your approach
Handling conflict between colleagues or between yourself and someone else
Ensuring goals are met
Helping and supporting when someone is struggling or having a difficult time

In short, learning to use coaching skills requires a bit of practise but even in the short term will produce excellent results.

Why Coaching and Mentoring?

Discussion on the advantages of coaching/mentoring as a tool in business.

What do you think it is?
Why have it?
Are there any rules around coaching/mentoring?
What are the pluses?
The pitfalls?
What are you looking to achieve with a coaching/mentoring programme?
Discussion on 'You as a Role Model'

The Roles of a Coach and Mentor

Some suggested roles of a mentor are:

Coaching- To assist in professional development - carrying out specific tasks or activities

Facilitation - To create opportunities for the mentee (or learner) to practice their new skills

Counselling- To help the mentee (learner) to explore the consequences of potential decisions

Networking- To refer the mentee (learner) to others when the mentor's experience is insufficient

Participants will further develop these roles, as they are perceived within your company. What roles do they currently play and where do they need to develop?

Skills Needed For Effective Coaching and Mentoring

Building Relationships- Relationships that provide backbone to a good coaching/mentoring relationship are built on trust and mutual cooperation.

Positive and Empowering Attitudes- Wanting the mentee to succeed requires a generous and positive spirit. Success depends on this attitude being present.

Building Confidence- Catch people doing things right and praise and acknowledge their actions and achievements

Effective Feedback- Giving and receiving feedback is a skill that can make or break the relationship.

Confidentiality- Agreements need to be established as to confidentiality within the relationship. Establishing these agreements from the start will helps establish a relationship of trust and facilitate the mentoring process for both parties.

Building Confidence as a Coach or Mentor

These exercises help with a whole variety of issues:

Gaining confidence
Feeling and behaving as a Coach/Mentor
Communicating upwards and downwards
Not being manipulated
Setting clear boundaries for others

Understanding Feedback as a Coach or Mentor

What is it feeding?

Feedback often says more about the person giving the feedback than the person receiving it - WE will tend to notice things that are not working in accordance with our own belief system and idea of what is 'right' or 'wrong.' Awareness of what you are feeding and why is the key to being an effective mentor.

A Movable Feast of Coaching and Mentoring Exercises

There will now be a series of pairs exercises with a variety of tools and techniques people can use as mentors/coaches. Not all of these will be done, only those that are determined to be useful for the group.

Keeping good Coaching and Mentoring Boundaries

An exercise to develop a crucial skill in a mentoring relationship: how to spot when you have overstepped the mentee's boundaries and they haven't told you.

Emotion vs Objectivity

An advanced listening skill that is crucial to give mentor's objectivity in being able to separate emotion from fact.

Conflict Defuser

A tool to calm down difficult confrontations. This skill is great for moving things forward.

Blame vs Effective Behaviour

Understanding the difference in using You, I or We statements in order to get away from blame and making someone wrong. This helps people get to a place where mutual solution-finding is created.

Coaching and Mentoring Styles

Everyone has a different style of communicating. Some we find easy to work with, some difficult. This exercise looks at the styles people find most difficult to work with and what they can do to make it easier for themselves

Helping your Mentee choose what to do next

The temptation when mentoring someone is often to provide the solution to their problem or difficulty. This looks at ways to hand the issue back to the person and help them find the solution for themselves.

Coaching and Mentoring Hints and Tips

Hints and tips to provide guidelines and best practise for mentors.

Personal Coach – Mentor's Declaration and What's Next

What do you know you will be bringing into the Coaching and Mentoring arena?
What do you want to do next - Buddy up with each other? Support Group?
How do you want to take your learning forward?